TABLE OF CONTENTS

1 Division of Human Resources / Attendance and Leave Return to TABLE of CONTENTS Page | 1 Form questions: (813) 974-2970 Rev. 11/2018 T AB LE OF C ON T EN T S Hours of Work .. 3 Fair Labor Standards Act (FLSA) Provisions on Attendance & Leave .. 3 Work Hours .. 4 Non-Standard Workweek (Staff Employees only) .. 6 Overtime, Compensatory Leave Hours and Work on a Holiday.

2 6 Use, Transfer and Payment of Compensatory Leave (Staff Employees Only) .. 9 Calculating Overtime Compensation .. 10 Participation on committees, task forces, and elected Bodies .. 10 USF Attendance Guidelines .. 11 Overview .. 12 Associated Documents .. 12 Procedures .. 12 Definitions .. 13 Holiday Pay .. 16 Holiday Hours / Pay .. 16 Observance of Religious Holy Days .. 16 Personal Holiday (Staff Employees Only) .. 17 Leave of Absences .. 17 Annual Leave .. 17 Sick Leave .. 22 Administrative Leave.

3 24 Compulsory Disability Leave .. 27 Domestic Violence Leave .. 29 Job Related Disability Leave .. 30 Active Military Duty 30 Division of Human Resources / Attendance and Leave Return to TABLE of CONTENTS Page | 2 Form questions: (813) 974-2970 Rev. 11/2018 Medically Related Leave .. 36 Parental Leave .. 37 Faculty Paid Parental Leave .. 37 Faculty Paid Parental Leave Guidelines.

4 39 Professional Development Leave .. 41 Leave Approval Considerations .. 42 Leave Payout .. 43 General Leave Payout Guidelines .. 43 Payment for Unused Annual Leave .. 44 Payment for Unused Sick Leave .. 45 Payment for Unused Special Compensatory Leave .. 45 Payment for Regular and Overtime Compensatory Leave .. 46 Leave Payout Procedures .. 47 Special Cases .. 49 Additional Information .. 50 Security of Employee Medical Information .. 50 Nursing Mother Guidelines .. 52 Emergency Closing FAQs .. 52 Faculty Paid Parental Leave FAQs.

5 54 Division of Human Resources / Attendance and Leave Return to TABLE of CONTENTS Page | 3 Form questions: (813) 974-2970 Rev. 11/2018 HOURS OF WORK FAIR L ABOR STAND ARD S ACT (FL S A) P ROVISIONS ON ATTE ND ANCE & LEAVE The FLSA governs, but is not limited to setting a minimum hourly wage, establishing a minimum age to work, identifying compensable hours, and defining overtime and overtime compensation.

6 These apply to USF. There are a number of sites on the web that provide information about the FLSA. Some of those are listed at the end of this section. This section of the USF Division of Human Resources (DHR) procedures covers hours of work and pertains to non-exempt Staff and Temporary employees. For non-exempt Staff employees, when the total hours worked exceed 40 in a workweek, those employees are eligible for compensation in the form of compensatory time or overtime pay.

7 Temporary employees are not eligible for compensatory time but are eligible for overtime pay when their actual work hours exceed 40 in a workweek. At times, there are misunderstandings about what the FLSA does or does not require. As a summary, the FLSA does not require: vacation, holiday, severance, or sick pay; meal or rest periods, holidays off, or vacations; premium pay for weekend or holiday work; pay raises or fringe benefits; and a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.

8 When we think of work, we normally think of being engaged in some type of activity that as an end result accomplishes something, completes a task, etc. The activity or principal activity referred to by the FLSA may be physical, mental and/or both. We often times think only of the activities involved with the execution of the specific duties and responsibilities and work hours that have been outlined on our job descriptions as work time. However, there are some activities that may be counted as compensable hours worked for non-exempt employees outside of the normal duties and responsibilities.

9 Some of those situations and examples are: Breaks and Meal Period - The FLSA does not require an employer to provide time for breaks and meal periods. Breaks - It is important to remember that breaks are not mandatory. It is a privilege, not a right. At the university, non-exempt Staff and Temporary employees may be permitted one 15 minute mid-morning break and one 15 minute mid-afternoon break. Breaks cannot be accumulated, cover for late arrival to work, extended lunch hours, or be used for early departure from work.

10 The time spent on authorized breaks must be counted as hours worked . Any exceptions to the above must be approved through DHR. Meal Periods - Even though the FLSA does not require employers to provide meal periods, it does stipulate that if one does exist, at least 30 minutes or more constitute a bona fide meal period. Meal periods are not counted as work time. Normally, employees remove themselves from the work location and are therefore not performing any duties. However, when an employee remains at the work location and while eating performs any job-related duties, other than incidental ones (such as answering a question), the time must be counted as hours Division of Human Resources / Attendance and Leave Return to TABLE of CONTENTS Page | 4 Form questions: (813) 974-2970 Rev.